Use fractional recruiting when...
- Founders or operators are running too much of the hiring process themselves.
- There are active roles, but not enough long-term volume for a full-time recruiter.
- Hiring managers need sourcing, screening, coordination, and feedback rhythm.
- The process needs scorecards, better communication, or ATS cleanup while searches are live.
Use executive search instead when...
The role is senior, confidential, highly specialized, or business critical enough to require market mapping, discreet outreach, and a carefully calibrated shortlist.